The Left Party wants to anonymize job applications in Södertälje to reduce discrimination
Quick Look
- The Left Party in Södertälje proposes that the municipal group anonymises received job applications to reduce the risk of discrimination and find the right skills.
- A new study from the Institute for Future Studies shows that foreign names can negatively affect the selection, especially for men, while previous tests in Gothenburg showed an increased chance for women and applicants with foreign names to be called for an interview, but not all the way to employment.
AI-generated summary
Why It Matters
The left party in Södertälje has submitted a motion to anonymize job applications to reduce discrimination in recruitment. This follows a study by the Institute for Future Studies which shows that applicants with foreign names are more often selected, especially in professions with a low proportion of employees with a foreign background.
The party writes that many job seekers testify that they are never called for an interview, despite the fact that they have the required skills.
The proposal comes in the form of a motion that has been submitted to the municipal council. There, the Left Party wants Södertälje's municipal corporation to start anonymizing incoming job applications.
According to the motion, an anonymous recruitment process could reduce the risk of discrimination and at the same time make it easier for the municipality to find the right skills. But the motion does not provide a clear answer as to how such a process would work in practice – for example, whether the applications should be anonymous throughout the recruitment or only during the first selection.
But can't knowledge of name, gender and age sometimes also be an advantage when looking for a job?
- It may be that it should not be to one's advantage, but that one should apply on equal terms, says Linda Sjögren (V), group leader in Södertälje.
New study: Foreign names can influence
At the same time, a new study from the Institute for Future Studies shows that job seekers with foreign names are more often selected out of occupations where few employees have a foreign background.
The researchers sent over 7,000 equivalent job applications to 15 different occupations. When the percentage of employees with a foreign background was high, the difference decreased – and at around 50 percent, the researchers found no discrimination.
The study also shows that the effect mainly affected men with foreign names.
The method has been tested before
Anonymous job applications have been tested before, including in the city of Gothenburg. An evaluation by IFAU, the Institute for Labor Market and Education Policy Evaluation, showed that anonymization increased the chances for women and people with foreign names.
But the effect was not visible all the way to employment. For women, the chance of being offered the job also increased, while the researchers saw no corresponding effect for people with a foreign background. The method has also received criticism from recruiters. Among other things, they pointed out that the process took longer and that they received less information about the applicants.
What to Watch
AI outlook — possibilities, not facts
The municipal council in Södertälje will vote on the motion on anonymous recruitment within the next few months.
Likely · Within months
If the motion is adopted, Södertälje's municipal corporation will start a pilot project for anonymized recruitment within a year.
Possible · Within months
Open Questions
- What would an anonymized recruitment process look like in practice?
- Should the applications be anonymous throughout the recruitment or only during the first selection?
- What costs and administrative changes would anonymization entail for the municipality?
